Personnel Management
I. INTRODUCTION
Personnel management also known as Human resource management (HRM) is the strategic and coherent approach to the management of an organization’s most valued assets – the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms “human resource management” and “human resources” (HR) have largely replaced the term “personnel management” as a description of the processes involved in managing people in organizations. In simple sense, HRM means employing people, developing their resources, utilizing, maintaining and compensating their services in tune with the job and organizational requirement.
It is the administrative discipline of hiring and developing employees so that they become more valuable to the organization. It includes (1) conducting job analysis, (2) planning personnel needs, and recruitment, (3) selecting the right people for the job, (4) orienting and training, (5) determining and managing wages and salaries, (6)providing benefits and incentives, (7) appraising performance, (8) resolving disputes, (9) communicating with all employees at all levels.
II. DISCUSSION
THE EVALUATION OF TESTING PROGRAM
Evaluation is the structured interpretation and giving of meaning to predicted or actual impacts of proposals or results. It looks at original objectives, and at what are either predicted or what was accomplished and how it was accomplished. So evaluation can be formative that is taking place during the development of a concept or proposal, project or organization, with the intention of improving the value or effectiveness of the proposal, project, or organization. It can also be summative, drawing lessons from a completed action or project or an organization at a later point in time or circumstance.
Evaluation is inherently a theoretically informed approach (whether explicitly or not), and consequently any particular definition of evaluation
Personnel management also known as Human resource management (HRM) is the strategic and coherent approach to the management of an organization’s most valued assets – the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms “human resource management” and “human resources” (HR) have largely replaced the term “personnel management” as a description of the processes involved in managing people in organizations. In simple sense, HRM means employing people, developing their resources, utilizing, maintaining and compensating their services in tune with the job and organizational requirement.
It is the administrative discipline of hiring and developing employees so that they become more valuable to the organization. It includes (1) conducting job analysis, (2) planning personnel needs, and recruitment, (3) selecting the right people for the job, (4) orienting and training, (5) determining and managing wages and salaries, (6)providing benefits and incentives, (7) appraising performance, (8) resolving disputes, (9) communicating with all employees at all levels.
II. DISCUSSION
THE EVALUATION OF TESTING PROGRAM
Evaluation is the structured interpretation and giving of meaning to predicted or actual impacts of proposals or results. It looks at original objectives, and at what are either predicted or what was accomplished and how it was accomplished. So evaluation can be formative that is taking place during the development of a concept or proposal, project or organization, with the intention of improving the value or effectiveness of the proposal, project, or organization. It can also be summative, drawing lessons from a completed action or project or an organization at a later point in time or circumstance.
Evaluation is inherently a theoretically informed approach (whether explicitly or not), and consequently any particular definition of evaluation